competency based training workshop
TRANSCRIPT
Presented: Bheki Ngiba, Manager: Dangerous Goods
South African Civil Aviation Authority
DANGEROUS GOODSCOMPETENCY BASED TRAINING
WORKSHOP
TUESDAY,20 April 2021
10:00 – 13:00
via
Applicability ScopeOrganisations and their personnel
Training OrganisationsAviation Dangerous Goods training service providers.
PackersPackers of Dangerous goods for Air transport.
Package Testing OrganisationsTesting organisations for air transport packages.
Couriersparcels or cargo for air transport
Operators/AirlinesLarge commercial operators, helicopters,
small operators, Drone operations, balloon operations .
AirportsInternational and domestic serving
airportsCargo, baggage and passenger movements
Cargo/Shippers/Freight ForwardersCargo entities and facilities both at Airport
and off the airport.
Post OfficePost office main mail and cargo centres .
Old New
Job title based Table 1.5.A and 1.5.B Competency Based with well defined functions
Legal Basis- Part 92, CATS, Technical Instructions –IATA DGR
Same basis with amendments – align with Competency Based Framework
Training Programme- Operations Manual,Training Procedures Manual, Procedures Manual
Remains the same
Knowledge based assessments Addition of practical /on the job assessment
CAA approved Instructors /Category 6 CAA approved Instructors/ advanced proficiency –requires hands on –on the job experience for functions being trained
Old vs New
Contents What is competency
Based Training01
Why CBTA02
Competency Factors and
Proficiency Levels03
Implementation Framework04
05 Role Players
Implementation Timelines06
Competency Based Training and
Assessments (CBTA)
It is a focused training system approach that seeks to produce
Competent workforce by:
1. Identifying key competencies and level of proficiency to be achieved;
2. determine the most effective way to achieve competencies and;
3. establishing valid and reliable assessment tools to evaluate the
achievement of the competencies
Benefits of CBTA
01
Benefit 1
targeting
function specific
training needs;.
02
Benefit 2
supporting
continuous
learning and
performance
improvement;.
04
Benefit 4
ensuring the
integration of
knowledge, skills,
attitudes
and experience
needed to perform a
job at the
required level of
proficiency;
03
Benefit 3
gearing towards
learning rather
than simply
passing
a test;.
05
Benefit 5
supporting the
application of
safety
management
systems (SMS);
and.
06
Benefit 6
establishing
sufficient, well-
trained and
competent
trainers..
Competency Factors
Based on applied knowledge
and skills overtime.
ExperienceDifferentiator on competency. How
well is the job done in comparison to
others on the same environment?
Can also indicate Individual’s level of
commitment
Attitude
Developed through training
or on the job application.
Skills
Theoretical or practical
understanding of the subject.
Knowledge
Competency is a dimension of
human performance that is used to
reliably predict successful
performance on the Job
The Four Competency Factors
Competency
Knowledge
Attitude Experience
Skills
Competency Factors
KnowledgeThe nine classes of dangerous goods
— Information required on the dangerous goods transport document
— Components of an acceptance check
AttitudeBeing motivated to ensure safety and to comply with applicable regulations— Wanting to adhere to regulations in asking relevant and effective questions— Appreciating feedback from team members (e.g. adapts when faced with asituation where no guidance or procedure exists).
Skill— How to determine if the substance/material is dangerous goods— How to complete the dangerous goods documentation— How to check a package (e.g. can it be accepted for transport?)
ExperienceShowing accuracy at execution
Less time to executeHow often? Where? When?
Levels of Proficiency
01 Introductory
02 Basic
03 Intermediate
04 Advanced
Competency factors
Level of proficiency
Introductory Basic Intermediate Advanced
Knowledge 1 2 3 4
Skills 1 2 3 4
Experience 0 1 2 3
Attitude 3 4 4 4
Coding * ** *** ****
Implementation Framework
Analyze Design Develop implement
Analysis
a) Define Problem
to be addressed
by Training
Program
b) Establish job
functions,
employee
competencies
and proficiency
required
c) Determine Target
population
Development
a) Develop the
Training and
Assessment
Materials-
Notes/Exercises/
presentations/
video clips/etc
Conduct Training
a) Conduct Training
in accordance
with the training
program and
assessment
plans
PHASE 4PHASE 3PHASE 2PHASE 1
Design CBTA
a) Design an
assessment plan-
Formative and
summative/tools
to be
used/evidence
b) Design Training
Plan-
Syllabus/delivery
method/delivery
sequence
Evaluate
Evaluation
a) Evaluation of the
Training Program
and the
assessment
Program-
feedback from
trainees/instructo
rs/assessors
b) Consider
evaluation tools
feedback
forms/interviews/obs
ervation/etc
PHASE 5
Role Players
Trainer
facilitates the trainee’s progression
towards the achievement of
competencies and collect information
about the training effectiveness.
Establish which Training materials
supports continuous improvement.
Regulator
should oversee the training program
to ensure that it produces personnel
who can perform the functions for
which they are responsible in a
specific operational setting and in
compliance with the national
regulatory framework.
Employer
should ensure that training is
designed and developed to
establish clear links among the
competencies to be achieved,
learning objectives, assessment
methods, and
course materials..
Trainee
trainees are active participants in their
learning process and the achievement of
competencies as opposed to passive
recipients of knowledge.
Competency-based training should directly
contribute to improving trainee's
performance on the job.
Employer
1
2
3
4
Employers are required to ensure personnel are competent
to perform any function for which they are responsible prior to
performing them
The Employers conduct training needs analysis (TNA) to
determine the results that the training needs to achieve and
what resources exist to achieve them- determine the
purpose and objectives
Employers are responsible for all 4 phases of the
Competency based training and assessment program.
Employers may delegate some aspects to third party
providers; however, employers will remain responsible for
the training program.
Responsibility
Training needs analysis
Training Program
Third Parties
Trainers
Instructors must undergo practical
activity at least every 2 years in the
operation they are training on.
Hands on job experience
Trainers must be trained on an
advanced proficiency level of
Dangerous Goods.
Training
Trainer must be accredited by
the SACAA after undergoing
internal processes. (observe,
interact and lead)
Accreditation
Instructor must be trained on an
instructional program. In South
Africa:
1. Train the trainer
2. Assessor training
Instructional training program
Minimum 3 years working knowledge
and experience in dangerous goods
and safety operations or cargo
operations, including function they are
training on..
Experience
01
02
03
0504
May conduct Training and
assessments in line with the
employer’s approved training
program
May be contracted to carry out employer responsibilities but a clear contractual agreement must be in place and the SACAA must be informed
Third Parties
Assessors for Practical
C E R T I F I C AT E
1Employer representative.
E.g., Supervisor
2Training Organization. E.g.,
Instructors, Designated
examiners
3Dangerous Goods
Responsible person.
Assessor Qualification.
✓ Dangerous goods Category 6/ Advanced
proficiency
✓ Knowledge of the operation
TimelinesFull implementation
December 2022
Implementation
Evaluation
Realignment and support.
Training Programs Submissions Approvals
2022 Quarter 1- 4
Training Programs submission and approvals.
Pilot runs on training programs.
2021 Quarter 4
Designing and developing the Training Programs
(Operations Manuals, Training Materials/
Assessment tools)
2021 Quarter 2-4
Engagements
Setting Timelines and targets
Communicating the plan.
2021 Quarter 1